Payroll & social obligations
- Preparation of payslips and social declarations (DSN)
- Management of social contributions, absences, sick pay (IJSS) and specific schemes
- Set-up and ongoing updating of your files
Payroll and human resources management for your growth in France
Payslips, social declarations and labour law compliance: we secure the payroll and HR of international companies established in France.
Verified client reviews- 20+ years of experience
- Member of ODEC & CNCC
From startups to large corporations, they trust us to succeed in France.
Our areas of expertise
Five areas of expertise for reliable payroll and secure HR management
Flexible support, from preparing payslips to the full outsourcing of your HR function.
Personnel administration
- Drafting of employment contracts, amendments and mandatory documents
- Management of arrivals and departures (onboarding, offboarding)
- Creation and monitoring of employee files, certificates and social documents
Operational HR support
- Management of leave, absences, remote working and time tracking
- Professional appraisals and training follow-up
- HR tools: staff register and internal procedures
HR advisory & social compliance
- Labour law and application of your collective bargaining agreements
- Salary policy and employee benefits
- Support with works council (CSE) elections and prevention of employer risks
Full HR outsourcing
- An outsourced HR function as your single point of contact
- Continuous HR management without a full-time hire
- Compliance maintained through every regulatory change
Alongside international and French companies since 2003
Our approach
Reliable HR management, from set-up to daily oversight
Structured and transparent support, designed to secure your payroll and free your teams from administrative burdens.
- 01
Understand your organisation
We analyse your workforce, your collective bargaining agreement and your social obligations in France.
- 02
Set up your files
We put in place your payslips, declarations and employee files in full compliance.
- 03
Produce and declare
Payslips, DSN filings and social documents, produced reliably at every deadline.
- 04
Secure over the long term
Regulatory monitoring, employment advisory and adjustments to maintain your compliance.
14.3 yrs
On average spent managing our clients' payroll and HR.
+90%
Of international clients whose payroll we manage in France.
Secure payroll and a stress-free HR function
We combine technical rigour and knowledge of employment law to turn your obligations into everyday peace of mind.
- Reliable, compliant payroll at every deadline
- A single point of contact for payroll, personnel administration and employment advisory
- Ongoing monitoring of labour law and your collective bargaining agreements
- Our priority is fast, precise and professional support.
Testimonials · 5.0 / 5 on Google
They trust us
FAQ
Frequently asked questions
Do we need a French company in order to hire a French employee?
No. You can employ a French-based employee without setting up a French entity, by registering with URSSAF's Service Firmes Étrangères for foreign employers. A local entity becomes necessary once you want a genuine commercial presence, sign French leases or contracts in your own name, or grow past a small headcount.
What must we register for if we hire without setting up an entity?
You register with URSSAF's Service Firmes Étrangères, which issues you a SIRET for payroll purposes without creating a French establishment. You still file the standard DPAE before the employee starts and monthly DSN payroll declarations afterward.
Is our employee taxed in France or at home if they split their time between the two?
It depends on the applicable tax treaty and where the work is physically performed, not on where the employer is based. Days worked in France are generally taxable in France, and days worked abroad are taxed there, so split-time employees usually need an apportioned, treaty-based analysis rather than a single answer.
How can we increase an employee's take-home pay without increasing employer cost?
Use exempt benefits instead of raising gross salary: meal vouchers, gift vouchers, mobility allowances, and complementary health cover all reach the employee free of, or at reduced, social contributions. We help you build a package that raises net pay without raising employer cost proportionally.
Which professional-expense reimbursements can be paid free of contributions?
Reimbursements of real, documented business expenses, such as travel, meals while travelling, mileage, and home-office allowances within URSSAF's published scales, are free of contributions when they cover actual professional costs. Otherwise URSSAF treats them as disguised salary.
What is the total employer contribution rate on a French salary?
Roughly 25 to 45% of gross salary on top of the salary itself, depending on the employee's status and your collective bargaining agreement. We calculate the exact rate for your first hire in France.
Are foreign employers exempt from any French payroll taxes?
No, not as a blanket rule. You owe the same core employer contributions (health, pension, unemployment, family allowance) as any French employer; some premises-based items may not apply if you have no French premises.
How much does payroll management cost per employee in France?
The price depends on the number of payslips, the complexity of your collective bargaining agreement and the level of HR support required. We provide a per-employee quote once we understand your organisation.
Our Services
Additional Services to Maximize Your Business Potential
Contact
A question? A project? Let's talk!
Our team supports you at every step of your establishment and growth in France. Let's discuss your needs.
Benjamin Chemoul & David Jian
Partners & Certified Public Accountants